ABSTRACT

Human resources management (HRM) strategy focuses on the role of personnel policies in enhancing and strengthening productivity and corporate culture, according to a standard definition, with the belief that ‘these practices are designed and implemented with the expectation that they will lead to a more stable, satisfied and productive workforce, facilitate the socialization, training and evaluation of incumbents, and sustain an equitable, or fair, system for allocating pay and mobility opportunities’ (Steffy and Grimes in Alvesson and Willmott 1992: 181).